Compliance and transparency
How notanATS handles fairness monitoring, the record behind every result, and what applicants hear back.
EEOC and fairness monitoring
Selection rates are tracked for every pool. Adverse impact is monitored with the four-fifths rule from the EEOC's Uniform Guidelines: if a group's selection rate falls below 80 percent of the highest group's rate, it is flagged for review. Demographic information comes only from a voluntary survey the organization can switch on. It is stored separately from applications, never used in screening, and never shown to the hiring manager. A blind review option can hide names while a manager reads. The monitoring is visible to administrators only, and access to it is logged.
Transcripts
Every screening conversation is saved in full, word for word. Every result opens into the conversation that produced it, so a manager can read exactly what an applicant said and what they were measured against. Applicants are told before the conversation starts that they are speaking with an AI, and that their answers are used only for that application.
Applicant feedback
When a position closes, every applicant is told. Applicants who finished the screening receive where they stood in the pool on each dimension the manager defined, stated as the share of the pool that had a stronger match on that dimension. There is no overall rank. Percentages are not shown in pools with fewer than three finishers. Showing the dimension detail is a setting for each position.
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